Project On Employee

Submitted To: Mrs. Pragya Sonawane

Submitted By:
Ambar Dua Kavita Rishabh Jain

Group No. - 4

Sumit Kumar Surender Kumar Patel Yash Bansal

CONTENTS

TITLE

PAGE NO.

Introduction Company Vision and Mission Why company was chosen HR Practices Analysis of HR Practices Conclusion Refference

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Introduction
Hero MotoCorp formerly Hero Honda is a motorcycle and scooter manufacturer based in India. Hero Honda started in 1984 as a joint venture between Hero Cycles of India and Honda of Japan. The company is the largest two wheeler manufacturer in India. The 2006 Forbes 200 Most Respected companies list has Hero Honda Motors ranked at 108. In 2010, When Honda decided to move out of the joint venture, Hero Group bought the shares held by Honda. Subsequently, in August 2011 the company was renamed Hero MotoCorp with a new corporate identity. In December 2010, the Board of Directors of the Hero Honda Group have decided to terminate the joint venture between Hero Group of India and Honda of Japan in a phased manner. The Hero Group would buy out the 26% stake of the Honda in JV Hero Honda. Under the joint venture Hero Group could not export to international markets (except Sri Lanka) and the termination would mean that Hero Group can now export. Since the beginning, the Hero Group relied on their Japanese partner Honda for the technology in their bikes. So there are concerns that the Hero Group might not be able to sustain the performance of the Joint Venture alone.

The Company: Hero MotoCorp Ltd. (Formerly Hero Honda Motors Ltd.) is the world's largest manufacturer of two - wheelers, based in India. In 2001, the company achieved the coveted position of being the largest two-wheeler manufacturing company in India and also, the 'World No.1' two-wheeler company in terms of unit volume sales in a calendar year. Hero MotoCorp Ltd. continues to maintain this position till date.

Vision:

The story of Hero Honda began with a simple vision - the vision of a mobile and an empowered India, powered by its bikes. Hero MotoCorp Ltd., company's new identity, reflects its commitment towards providing world class mobility solutions with renewed focus on expanding company's footprint in the global arena. Mission: Hero MotoCorp's mission is to become a global enterprise fulfilling its customers' needs and aspirations for mobility, setting benchmarks in technology, styling and quality so that it converts its customers into its brand advocates. The company will provide an engaging environment for its people to perform to their true potential. It will continue its focus on value creation and enduring relationships with its partners. Strategy Hero MotoCorp's key strategies are to build a robust product portfolio across categories, explore growth opportunities globally, continuously improve its operational efficiency, aggressively expand its reach to customers, continue to invest in brand building activities and ensure customer and shareholder delight. Manufacturing:

Hero MotoCorp two wheelers are manufactured across three globally benchmarked manufacturing facilities. Two of these are based at Gurgaon and Dharuhera which are located in the state of Haryana in northern India. The third and the latest manufacturing plant is based at Haridwar, in the hill state of Uttrakhand.

Key Policy:Caring for Ecology:

A company that believes in maintaining ecological standards along with business standards. At Hero MotoCorp, our goal isn't limited to business but encompasses the broader spectrum of serving humanity through social initiatives. Hero MotoCorp takes a stand as a socially responsible enterprise respectful of its environment. Hero MotoCorp has been strongly devoted not only to environmental conservation programs but also expresses the increasingly inseparable balance between economic concerns, environmental and social issues faced by business. A business must not grow at the expense of mankind but must serve humankind at large. Motorcycle Models:
          

Sleek Achiever Ambition 133, Ambition 135 CBZ, CBZ Star, CBZ Xtreme CD 100, CD 100 SS, CD Dawn, CD Deluxe, CD Deluxe (Self Start) Glamour, Glamour F.I Hunk Karizma, Karizma R, Karizma ZMR FI Passion, Passion+, Passion Pro Pleasure Splendor, Splendor+, Splendor+ (Limited Edition), Super Splendor, Splendor NXG,Splendor PRO

Environment Policy:

We at Hero MotoCorp have been committed to demonstrate excellence in our environmental performance on a continuous basis, as an intrinsic element of our corporate philosophy. To achieve this we commit ourselves to:


Integrate environmental attributes and cleaner production in all our business processes and practices with specific consideration to substitution of hazardous chemicals and strengthening the greening of supply chain.

Continue product innovations to improve environmental compatibility.

Comply with all applicable environmental legislation and also controlling our environmental discharges through the principles of "alara" (as low as reasonably achievable).

Institutionalize resource conservation in the areas of oil, water, electrical energy, paints and chemicals.

Enhance environmental awareness of our employees and dealers / vendors, while promoting their involvement in ensuring sound environmental management. Quality Policy: Excellence in quality is the core value of Hero MotoCorp philosophy. We are committed at all levels to achieve high quality in whatever we do, particularly in our products and services which will meet and exceed customer's growing aspirations through:  Innovation in products processes and services.  Continuous improvement in our total quality management systems.  Teamwork and responsibility.

Safety Policy We believe that safe work practices lead to better business performance, motivated workforce and higher productivity. We shall create a safety culture in the organization by:  Integrating safety and health matters in all our activities.  Promoting safety and health awareness amongst employees, suppliers and contractors.  Continuous improvements in safety performance through precautions besides participation and training of employees.  Ensuring compliance with all applicable legislative requirements.  Empowering employees to ensure safety in their respective work places. Awards in 2011: Two-wheeler Manufacturer of the Year award by Bike India magazine. Adjudged the "Bike Manufacturer of the Year" at the Economic Times ZigWheels Car
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and Bike Awards. -CNBC Awaaz - Storyboard special commendation for "Effective rebranding of a new corporate entity" by CNBC Awaaz Consumer Awards -"Most Recommended Two-Wheeler Brand of the Year" award by CNBC Awaaz Consumer Awards -Colloquy Loyalty Awards "Innovation in Loyalty Marketing International 2011" for Hero GoodLife -"Best Activity Generating Short or Long-Term Brand Loyalty" by the Promotion Marketing Award of Asia Order of Merit for Hero GoodLife -Ranked No 1 brand in the Auto (Two-Wheelers) category in the Brand Equity "Most Trusted Brand"2011 survey.

Why the company was chosen: Hero motocorp is a multinational company with a very good reputation in automobile industry. Hero motocorp is the no .1 company of India in bikes .hero is exporting his bikes in Africa. Europe. Then contacted the HR executive of the company and they responded in a positive way. So we scheduled the time.

HRM Practices:
 

 

The company takes care of leaves policy and sees to it that it is checked at the end of month. The company believes in ethics and time management so it regularly checks the in time and out time as there are biometric devices in which the employees have to punch in the in time and out time. The company believes in peace and harmony so works a lot on conflict management and tries it hard to resolve conflict by taking one on one session and certain group activities. For appraisal there is a 360 degree policy they follow and take the feedback not only from managers but also from peers and subordinates. To avoid partiality and bias in the organisation. The company is committed to eliminating all forms of harassment and discrimination, in accordance with applicable laws, directives and regulations. This is constantly reaffirmed in our policies and our best-in-class practices. The company has a proper training and development department that caters to the needs of those who lack certain skills. It gives one responsibility and challenging tasks with full coaching and support.

  

The company gives the relaxation of mobility and to cross geographical as well as origination a functional borders during employees tenure. The company offers and encourages its employees to expand employees skills and develop ones career with new and dynamic assignments. It improves in external and internal training and its effective utilization. Training need identification and systematic career planning, job rotation, empowerment, job enrichment.

Strengths:
    

They recommend team spirit and cooperation between employees. They are using the 360 degree policy for taking the feedback which is best way to perform appraisal. The company is committed eliminating all forms of harassment and discrimination, in accordance with applicable laws. They strongly encourage team sprit and cooperation between all employees. The sponsor international days of caring, which support and encourage volunteer activities performed by teams of employees. Last summer over 10,000 employees participated, supporting almost 160 projects in 15 countries. It improve the performance of business appraisal system its process, skills and usage.

Weaknesses:


  

There was not any exit interview for lower employee before in this company, so they introduced the exit policy in order to retain and enhance their employees and to know why they are leaving the company. They hire the person without any experience which leads to lots of mistakes and extra efforts in training and development. The employee leaves the job after 1 or 2 years which leads to extra cost. If comparing to the other companies they are providing less money to the employees.

How it can be improved:

  

By providing better compensation plan Provide good working environment. Give handsome salary with good incentives and non monetary incentives.

 

Their should be a separate activity for the interaction of between lower level employee with top level. The employee has to be satisfied with their work by getting authority according to their work responsibility.

Conclusion:


The conflicts also occur in the company for that also they have a good conflict handling management.

They have started their exit interview now which was not followed in the lower level of the company.

The employees working over there are happy with work culture, salary, benefits, etc.

They are providing a simple photo Identity Card without having the facility of attendance.

They are not able handle the problem of employee turnover.

Reference:
http://en.wikipedia.org http://heromotocorp.com